Building Resilient Leaders: Why Investing in Manager Well-Being is Essential for Organizational Success
- Stephanie Greene
- Feb 18
- 3 min read
Investing in managers today can help secure a successful long-term future for your organization.
In today’s fast-paced business environment, resilient leaders are not just a luxury— they are a necessity. As organizations aim for growth, the importance of strong, well-supported managers cannot be overstated. However, as we approach 2025, a worrying trend is emerging: many managers are at risk of burnout, and without timely intervention, this could lead to a managerial crisis that affects the entire organization.
Alanna Fincke, Senior Vice President of Content and Head of Learning at meQuilibrium, highlighted this issue early in 2023, predicting a "manager crash." She pointed out that managers who aren’t supported can’t effectively support their teams, which has a cascading impact on business performance. In fact, employees who don’t feel supported by their managers are over four times more likely to quit their jobs. Moreover, these employees often report poor well-being, which translates to disengagement and lower productivity.
Why the Manager Role is Critical
The role of managers extends far beyond just meeting deadlines or managing tasks. They are the backbone of the organization, directly influencing team morale, performance, and retention. When employees feel supported, they are more likely to thrive in their roles—engaging in healthy conflict resolution, receiving help when needed, and maintaining a sustainable pace at work. Supported teams are more productive, with lower turnover rates and a stronger sense of trust.
The Coming Manager Crisis: A Wake-Up Call for Business Leaders
Despite the growing need for capable leaders, there’s an alarming trend that poses a significant risk to the future of management: Gen Z workers are largely uninterested in taking on management roles. A recent survey found that 72% of Gen Z employees prefer individual progression over managing others. Many of them view middle management as a high-stress, low-reward position and are not prepared for the stress and emotional challenges that come with leading a team.
This perception of a low return on investment when taking on a management roles may discourage them from pursuing management careers, even though they have the potential to excel in these roles with the right training and support.
What Organizations Can Do: Practical Steps to Prevent a Manager Crash
Assess and Address Psychosocial Risks
Psychosocial risks, such as excessive workload, workplace conflict, and poor work-life balance, are key contributors to manager burnout. Identifying these risks through conducting team psychological safety assessments can help organizations take proactive measures to address them. For instance, a healthcare organization might discover that its finance department feels a lack of meaning in their work, while its nursing team feels overwhelmed by the complexity of their patient's health conditions compared to staffing levels. By understanding these stressors, businesses can implement targeted solutions to alleviate them.
Support Manager Well-Being with Clear Policies
It’s crucial for organizations to have explicit policies, modeled by senior executives, that promote manager well-being. From mandatory "disconnect" periods to providing easy access to mental health resources, these measures ensure that managers are supported in maintaining their mental and physical health. Additionally, regular check-ins with supervisors can help prevent feelings of isolation and burnout. When leaders model healthy boundaries and prioritize well-being, it sets a positive example for the entire organization.
Provide Managers with Ongoing Leadership Development
Leadership development programs provide managers with the skills they need to both manage and lead people. A continuous, well-structured leadership development program improves team dynamics, increases psychological safety and fosters a positive work environment that supports employee retention. With these tools, managers are better equipped to lead their teams through periods of change and uncertainty, ultimately driving organizational success.
Train Gen Z Employees for Future Leadership
Gen Z employees may feel there is little benefit to entering management, compared to the stress associated with these roles, but with targeted training, they can develop the skills they need to thrive. Focusing on areas like stress management, emotional regulation, and engagement can help prepare this younger generation to step into leadership roles with confidence. By investing in the development of Gen Z, organizations can secure a pipeline of capable leaders who can guide the company through future challenges.
A Stable, Sustainable Workforce: The Key to Long-Term Growth
To avoid a manager crisis and ensure organizational success, companies must take action now. Supporting current managers, equipping Gen Z with the right skills, and creating a culture of resilience are essential to creating a stable, sustainable workforce. Leaders who prioritize manager well-being will not only improve their teams’ performance but also safeguard their organizations' future growth.
Investing in resilient leaders today will help your organization navigate the challenges of tomorrow. It’s time to turn the tide and ensure that managers are well-equipped to lead with strength and compassion—now and in the years to come.
